attorney

litigation attorney

employee relations manager

real estate analyst

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NYC Housing Authority

When I was first hired at NYCHA, I was honored to be an employee. The agency honored its mission statement, promotions and upward mobility was based on credentials, skillset and knowledge - fair practices. Over the past 10 years I watched Chairpersons change and with each change, so did the founding values, morals, standards and mission statement. Through each change in administration, residents began to experience and be subjected to substandard and unsafe living conditions. Administrations found ways to circumvent the NYC civil service hiring practices to hire political appointees (despite the fact that the candidate did not meet civil service title requirements); nepotism was prevalent and tenured staff were no longer being considered for promotions. If a tenured employee did not possess civil service status- they were "push out of NYCHA". While I had civil service status and in excess of 25 years with the agency, I chose to retire from NYCHA because the agency no longer supported or honored the missions statement to provide safe, affordable and housing. I felt I was compromising my values and morals and chose to leave on my terms.

When I was hired in the 1980's, the hierarchy consisted of a Chairperson, Vice Chairperson, Secretary and General Manager. Now NYCHA is top heavy - Chairperson, Secretary, Members, General Manager, Chief of Staff. 6 Executive Presidents, 8 Vice Presidents (each title has at minimum one assistant director assigned to it).

A typical day at work is always full of surprises. You never know what lies ahead. You always have to be on your toes and ready to face what ever challenges come your way. I learned to use my critical thinking and analysis skills, and that every person is an individual and no two people are alike. Management, I think could be more educated in some parts ( in management offices) because in every other area, it is demanded that management and all other department heads have a college education, but, there are housing assistants, assistant managers and managers who only have high school diplomas and it is not fair, as it should be assessed, evaluated and implemented an initial qualification criteria to be met by all employees giving everyone an equal chance. Why should someone with education make the same money that someone with no educaton make? Co-workers for the most part are generally team workers, but there are a few who get away with doing nothing, as is in every agency. The hardest part of the job is not being supported by the supervisor and the most enjoyable part of the job is being able to help residents/seniors obtain assistance in getting services that they need and witnessing a smile on their face and a big sense of relief and weight lifted off of their shoulders. It's very rewarding just knowing that you are able to help someone as you pass along the way, knowing that your living is not in vain.

NYCHA's culture needs work.  The employees are not trained properly for their jobs, which causes high turn-over on the technical side of the business.  Lack of communication and cliques on the management level.  There is no value in team-work for new staff, and the culture thrived on "cliques".  There is no room for advancement, if you are not connected politically.  The culture is very stale; and the staff morale is low.  The goal of your average employee (who has been with the agency 15+ years) is to do your days work and leaveat your scheduled time.  All the employees seem to be waiting for their retirement, and are not interested in taking on any additional duties.  I do not blame them, as they are not being compensated for additional responsibilities.  

There is lack of communication between the administration and the staff, and the management style is "you contribute your opinion to your manager, who will relay it to their manager if he/she is a Director or Above." NYCHA is still operating on a hierarchy model, those without status are seen as inferior and not having much to contribute to the strategy of the business.  I found that to be contrary to my colleagues, there are many that have the experience, intelligence and drive to help advance the stagnant culture.  I believe it will take a compassionate, fearless leader not focused on their legacy but on reorganizing the culture and rebuilding the brand of NYCHA.  Not an easy task at all, but with a strong team with one vision it is possible.

A company like this mismanaged for long time can only survive on donation and NYCHA is on donation . When donation closed its infrastructure will be no longer exist. 
Every one come here with a mission differ from the NYCHA problem and solution .  

Well I am not willing to go more detail on mismanagement of the company being an existing employee . Also, there is assurance these message is confidential .

Just to say NYCHA is a bottomless basket , when it has no consistency of last 17 tears plan . So there is not real progress , what ever , who ever CEO does not matter . 

There is a traditional nepotism and racism in NYCHA  not allowing a new talent get in and do something better for NYCHA  

So , hiring high salary CEO really not make any change of it infrastructure and improve the existing mismanagement with in NYCHA.  

The internal resource is a vast resource of NYCHA , and 1/2 of it just not properly managed or try to manager . As i said a bottomless basket will never fulfilled unless you check the and secure the bottom. ( I hope not to use my message with my identification ).  

Any way all the city agency is more or less like NYCHA i think . Need to change the whole city employment system to improve or shape it workable.  

So that all I can say , City policy need to change especially hiring policy - practice nepotism , racism , and retaliation for complaining could not be able to solve NYCHA issue just paying a high salary executive .

that's all ................................................................................

•	Involved in all the meetings with Business Team and consolidated the Technical Requirements.
•	Migrated existing Core Interfaces from 10g to 11g, Unit tested, deployed on to the Production Environment.
•	Involved in the Generic Exception handling implementation for migrated processes of SOA Suite 10g to 11g
•	Added Error Handling Framework to the migrated processes. Involved in the BPEL processes that contain exception handling to capture the Remote and Binding faults and also for the mediator components to capture the mediator faults.
•	Involved in the redesigning of existing processes to support the new features in SOA 11g (EDN).
•	Developed Mediators for routing the requests to different BPEL processes and integrating with the legacy systems (Siebel and Maximo).
•	Have worked on JMS, Database, File and SOAP adapters. Setup and configured them as well.
•	Created JMS Queues and write the data from legacy system Admin Console
•	Created DB Adapters for getting the data from the data warehouse (AS/400).
•	Deployed the composites, tested using Enterprise Manager Console (EM)/JDeveloper/Ant.
•	Involved in the development of ANT scripts and configurations files for the reusable deployment scripts.
•	Created High Level Design Document and presented to the Business Team, Stake Holders, and Technical Team.

What is the best part of working at the company?
The development of its employees. Also there is so much room for advancement in the company. You as far as you want to and learn so much that you can take with you if you leave. 

What is the most stressful part about working at the company?
Sometimes if you are working with residents, thier attitude will test you, but at the end of the day they require a service we must provide. Heat hot water and a clean living space. Even if they deliberately discard things out of thier window and throw stuff in elevators or don't clean up after thier dogs. We still must clean up and and be pleasant about it. Grit it and grin...

What is the work environment and culture like at the company?
It is very diverse. And the daily operation can be difrent on a daily basis that brakes up the monotony of a job that can be boring. There is never a dole moment. Your out doors a lot and you also work in doors. Over all it's a great place to work.

What is a typical day like for you at the company?
I work for the heating department so all my days consist of getting in touch with my supervisor in order to get an assessment or assignments for the day or for the week. I get to move around from development to development so that allows me to experience different equipment and work with different individuals.

Very receptive and open, family-oriented environment.. The supervisors were understanding and accommodating in any and all circumstances that they could possibkly be. They cared about their staff members and acted like they cared. A typical day was clocking in, good mornings all around. Enough grace period for a coffee, tea, danish or something to eat in order to start the day off. There were two 15 minute breaksa during the day. One in the morning and one in the afternoon. Also, lunch was an hour and allowances were given if return was going to be late [here and there]. As long as output and productivity was not interfered with, then the staff members were pretty much held to a code of their own responsibility as an adult. I learned so very much it is impossible to name. The management staff was disciplined but more than fair. My co-workers were open, receptive and listened to any and everything that may have arisen. Even gave advise if needed. The hardest part of the job was the client interview itself. Often times the client was unprepared and the A.I. request was extensive. The most enjoyable part of the job was the management staff looking out for me and the other work members. It proved that they really cared.

What is the best part of working at the company?
Wide range of professional discipline, robust systems and processes.

What is the most stressful part about working at the company?
Toxic tenured staff, who insist on keeping the bully culture NYCHA and many city agenicies are known for.

Your experience here really depends on whom you get as a supervisor, a clear indication of toxic culture.

What is the work environment and culture like at the company?
Needs significant improvement overall, but definitely intense curriculum focusing  on business and professional acumen, reducing silos and most important transparent communication strategies.

What is a typical day like for you at the company?
Confusing.  Once it was deemed my professionalism was a bit much, 4 months of "quiet firing" to get me to quit ensued.  My doctor subsequently prescribed that I "find a new job."

It was extremely stressful, and if you are a contractor, the support and protection for you are non existent, depending on what agency you represent.

The work can be tedious and in many cases hard depending on the position.  But its not the work a new hire has a problem with...its the gossip, backbiting and workplace bullies. The work utself,  is a piece of cake compared to the toxicity.

My typical day at work is interacting with everyone and to make sure they are active during their retirement. I've learned to have paitence with seniors as well as adolesants because you gain their respect while they gain their own independence. Management has been taught in college and gained to become a Director in various locations. My co-workers and I get along very well and respect eachothers work and property overall. My hardest part of the job is when individuals don't hear you and takes it upon themselves to fix certain things by not taking my advice. By Them return back to inform me to correct their mistakes and I freely independently help them again but I remind them to pay more attention and follow these certain issues because they happen all the time. The most enjoyable part of the job is to see everyone laugh and interact together as a family should. And to see any ethnic group get along is the most enjoyable moment to see people eat, laugh, joke, dance work is a blessing to look at.

When the materials were available, the work was good and the days passed quickly. Those days are long gone, because they order the material now as needed, so things take longer to do. I tolerated the job for the benefits, but the inexperienced co-workers left others with an additional burden. Management caters to the worst tenants and the good tenants were left needing. They do the same with the inexperienced employees, with a million excuses why they couldn't do their job.. The open competetive test for the job are given infrequently (every 10 years), so study hard to pass the written exam. It can be be worth your while, especially for those in the business a long time. The work is not hard. In a  typical day you replace interior doors, remove kitchen cabinets and install new ones or replace kalamine doors. Every once and a while you might get a custom linen cabinet to make, those were fun. I would groove the side panels and insert the shelves, round-over the edges and radius the corners. It was my own signature. Tenants loved it.  

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